Emily La Fleur
Recruitment Plan
WGU D354; Task 2
ASSIGNMENT VERIFIED TO
PASS 2025 UPDATED
A. Create a recruitment plan by doing the following:
1. Recommend one recruitment metric.
a. Explain how you would calculate the recruitment metric from part A1.
We can calculate the recruitment metric by dividing the total completed applications by
total started applications. This will get us the percentage of applications that were
started and completed.
Example: We have a total of 10 started applications, but only 5 were completed.
5/10=50%. So 50% of applications were completed and submitted.
b. Explain how the recruitment metric from part A1 is useful.
This metric would be useful because we can see the percentage of completed applications
versus applications started and not completed. This could push us to evaluate the
application process. There could possibly be something wrong with the website, or
wording that steers applicants away.
c. Create two recruitment objectives for the recruitment metric from part A1.
1. One objective would be: have our completed application percentage be at least 80%.
2. Second objective, if below 80% we need to re-evaluate the job posting, the
job marketing, and the website that accepts applications.
2. Recommend one internal recruitment method that the organization can use to
recruit for the senior programmer role.
a. Explain the benefits of the recommended internal recruitment method from part
A2.
The recommended internal recruitment method I choose is to simply get the word out. To
get the word out we will utilize email blasts. This will be effective amongst
programmers since they have their emails open all day and are actively on their
computers.
By getting the word out to employees if would spread awareness of the posting and
those who are interested in promotion will apply.
The benefit for this recruitment method is you will likely have a lot of internal
applications. Another benefit is cost efficiency. “Perhaps the most significant benefit of
internal recruiting for the organization is its cost efficiency.” (Picardi, 2023). Internal
employees already have knowledge of how the company operates, it’s programs it uses,
and more. This is a lot of training you can save.
3. Recommend one external recruitment method that the organization can use to
recruit for the senior programmer role.
a. Explain the benefits of the recommended external recruitment method from part
This study source was downloaded by 100000898934525 from CourseHero.com on 05-12-2025 21:12:47 GMT -05:00
https://www.coursehero.com/file/241389688/D354-Task-2docx/
Recruitment Plan
WGU D354; Task 2
ASSIGNMENT VERIFIED TO
PASS 2025 UPDATED
A. Create a recruitment plan by doing the following:
1. Recommend one recruitment metric.
a. Explain how you would calculate the recruitment metric from part A1.
We can calculate the recruitment metric by dividing the total completed applications by
total started applications. This will get us the percentage of applications that were
started and completed.
Example: We have a total of 10 started applications, but only 5 were completed.
5/10=50%. So 50% of applications were completed and submitted.
b. Explain how the recruitment metric from part A1 is useful.
This metric would be useful because we can see the percentage of completed applications
versus applications started and not completed. This could push us to evaluate the
application process. There could possibly be something wrong with the website, or
wording that steers applicants away.
c. Create two recruitment objectives for the recruitment metric from part A1.
1. One objective would be: have our completed application percentage be at least 80%.
2. Second objective, if below 80% we need to re-evaluate the job posting, the
job marketing, and the website that accepts applications.
2. Recommend one internal recruitment method that the organization can use to
recruit for the senior programmer role.
a. Explain the benefits of the recommended internal recruitment method from part
A2.
The recommended internal recruitment method I choose is to simply get the word out. To
get the word out we will utilize email blasts. This will be effective amongst
programmers since they have their emails open all day and are actively on their
computers.
By getting the word out to employees if would spread awareness of the posting and
those who are interested in promotion will apply.
The benefit for this recruitment method is you will likely have a lot of internal
applications. Another benefit is cost efficiency. “Perhaps the most significant benefit of
internal recruiting for the organization is its cost efficiency.” (Picardi, 2023). Internal
employees already have knowledge of how the company operates, it’s programs it uses,
and more. This is a lot of training you can save.
3. Recommend one external recruitment method that the organization can use to
recruit for the senior programmer role.
a. Explain the benefits of the recommended external recruitment method from part
This study source was downloaded by 100000898934525 from CourseHero.com on 05-12-2025 21:12:47 GMT -05:00
https://www.coursehero.com/file/241389688/D354-Task-2docx/
